An Investigation of Employee's Job Attributes Preference in China - Research Proposal Example

An investigation of employee’s job attributes preference in China Introduction Many studies have been carried out to ascertain job attributes preferences among employees. Most of these studies have been limited to single attributes and mostly used students from higher learning institutions as participants (Mustaine & Tewksbury, 2002). The limitations of studies on single job attribute preference are mostly less informative since job choice is multi factorial decision making process (Judge & Bretz, 1992). Thus there is interaction of different attributes and therefore they need to be studied together to ascertain the contribution of each in decision-making process (Antoniuos & Whitman, 1995). Furthermore, the use of students as participants has been criticized by many others because students lack job experience and in most cases are incapable of evaluating jobs more efficiently as experienced workers (Bokemeier & Lancy, 1986). None of such studies covering employees in China has been done. This study aims to investigate the job attributes preferences among employees in China. The study explores reasons behind the attraction of different employees to different firms within China. The study also aims to find out the values of an ideal job, socio-psychological factors, career orientation and sex role orientation among employees in China. Previous studies have mainly concentrated on students who in most cases lack job experience and therefore this study will be appropriate in providing limelight in the real situation by using employees from different companies within China. Literature review Job attribute preferences have been linked to gender differences by many researchers. Two main factors have been cited to be behind this linkage (Judge & Bretz, 1992). First, this has been attributed to sex role socialization. It is believed that this creates a distinction between the roles of men and women. The factor behind gender differences in job attribute preferences has been linked to discrimination and prejudice, which have been known to influence the women’s status in the economy. Normative social expectations have been found to influence the decision of choice of job (Wang, 1998). During upbringing, children are usually socialized to develop perception of what their gender expects them to be in future and thus their occupational choices are influenced by such preconditioned perceptions. According to sex role socialization theory, individuals usually learn the behaviour, which their culture describes as being appropriate for their sex. This theory also explains the sex differences that exist in job related skills, occupational orientation and career choices (Mustaine & Tewksbury, 2002). In Chinese culture, there is rigidity in the roles and behaviour among different genders. Thus, we expect that in our study job attribute preferences will be influenced by sex role socialization theory (Judge & Bretz, 1992). Thus, job characteristics such as preference for job security, weight type of work, type of work and job advancement will be investigated to draw conclusions on the differences in job attributes preference among different genders (Lin & Xie, 1988). However, policies which have been in place in China which ensure educational and employment opportunities for all is likely to have changed the landscape of employee’s job attribute preference and thus we expect that other factors will be of great value for preference for different jobs (Leung & Westwood, 1998). Furthermore, gender difference - job preference research has shown lots of contradictory conclusion. Women have been traditionally been associated with the desire for positive work conditions (Bun & McKeen, 2001). For instance, a study among small business owner found that women emphasized work relationships at workplace than men. Contrary to this, some studies have found that no significant differences exist in job preferences (Xie, 1996). An explanation given for these contradictory findings is that entrepreneurial women are more psychologically similar to male entrepreneurs and this reduces the gender differences that may exist in job preferences (Wang, 1998). It is also believed that changes that have occurred in the society where women believe that their careers should not be interfered by their families could have contributed to these reduced gender differences in job attribute preferences (Judge & Bretz, 1992). Research in urban Chinese has shown some preference for state owned enterprises than private enterprises since private institutions are characterized with advanced age, low schooling and aversion to unemployment risks (Mustaine & Tewksbury, 2002; McKeen & Bu, 1998). Thus in this study we explore the effect of education on job attribute preferences among employees in China. Wages have also been known to influence job preferences and thus the paper explores explore the effect of wages in job preference among Chinese employees (Betz & O’Connell, 1989). Many studies in China have ranked pay at the top of the list of job preference. This study seeks to provide additional data on this attribute by investigating its influence on employees’ job attribute preference in China (Lin & Xie, 1988). According to person organization fit (P-O) theory, job seekers usually choose organization based on congruency of the organization and their (job seekers’) attributes (Leung & Westwood, 1998). Job seekers are attracted to organizations with higher congruence of attributes such as organizational culture, personalities, values and needs (Lin, 2009). These perceptions are usually initially formed by the corporate image of the organization held by the job seekers. Individual and organizational value congruence have been demonstrated theoretically and empirically to enhance attractiveness to an organization by job seekers (Bokemeier & Lancy, 1986). Thus, values of different organizations will be investigated to determine their influence on employees attribute preference (Antoniuos & Whitman, 1995). Ethnocentric orientation has been a subject of growing attention in the recent past in human resources and marketing literature (McKeen & Bu, 1998). This involves preference for local products over foreign ones (Langton, et al, 2006). It is therefore possible that ethnocentrism behaviour is likely to influence employee’s job attributes preference since some ethnocentric individuals may find working for a foreign firm to be unpatriotic. Thus in this research, the aim is to find out the effect of ethnocentrism on job attribute preferences among employees in China (Lin, 2009). Job attributes such as advancement opportunities, provision of training, nature of work, benefits and compensation, size and location of the firm have been found to influence the job choice decisions among job seekers (Mustaine & Tewksbury, 2002). Thus, opportunity for practicing the knowledge, personal interest and training are some of job attributes dictating job choices. The paper aims to find out the effects of these factors on job preference among employees in China. Organization’s image has been recently linked to be a potential tool for attracting and motivating potential workers. Socially responsible firms have increased potential of attracting talented workers than those companies, which have little or no corporate social responsibility (Yeh & Granrose, 1993). The demand for labour in China is more than its supply. It has been found out that firms which a positive image signals job seekers to be attracted to such firms (Betz & O’Connell, 1989). This is based on the signalling theory and social identity theory. Signalling theory suggests that job seekers use the image portrayed by the organization to come up with conclusions on the objectives and actions of the organization. These conclusions are then used to infer prevailing workplace conditions at the said organization (Lin, 2009). The corporate responsibility activities of a company signify the values and norms, which are found in the organization. Social identity suggests that an individual usually classify himself or herself into a certain social category (Wang, 1998). Therefore, an individual will be attracted to an organization with values and norms that are in line with his or her own norms and values (Leung & Westwood, 1998). Thus, the paper investigates the role of corporate social responsibility in attracting employees. Aims and objectives The aim of the study is to investigate employee’s job attribute preferences in China. The objectives the study will include: First, to determine job attribute preference based on gender differences. Second, to determine job attribute preference based on the education level of the employee. Third, the study will investigate the job attribute preference based on pay. The influence of different organizational values on job attribute preferences among Chinese employees will also be investigated. Employee ethnocentrism will also be investigated during this study. Finally, the study will investigate the effect of personal interest, opportunity to practice the knowledge and training offered by the organization on employee’s job attribute preferences. Organizational context and setting The study will involve state owned organizations, foreign organizations and private organizations owned by Chinese (Fisher & Yuan, 1998). Each of these organizations will be represented by twelve organizations chosen across China. Half of the organizations will be selected from rural setting while the other half will come from urban setting. This is expected to provide unbiased data concerning employee’s job attribute preference (McKeen & Bu, 1998). The study will target different employees at different organization structure. Research methodologies strategies Data will be collected using self-administered questionnaires, which will be completed employees in thirty-six different organizations within China (Langton, et al, 2006). Twelve of these organizations will be state owned organizations with six being found in rural setting while six in urban setting; twelve will be foreign organizations with six of them being found in rural setting and the other six in urban setting and the last twelve will be Chinese privately owned organization with six being selected from urban setting and the other six from rural setting. The choice of organizations will be carried out using stratified random sampling (Lin, 2009). The choice of participants within the organizations will also use stratified sampling in order to capture the upper management, middle management, lower management, skilled employees and casual employees (Betz & O’Connell, 1989). Each stratum will strive to be gender inclusive. Thus in most cases quota sampling based on gender will be used to sample participants in the project (Bokemeier & Lancy, 1986). Measures will involve pay, job prospects, type of company, location, work environment, corporate responsibility policy of the firm and ethical policy of the company (Antoniuos & Whitman, 1995). The gender of respondent will also be provided to assist in evaluating the differences that may exist in job preferences among different genders. These attribute measurement will provide essential information that could change the designing of jobs by companies operating in China (Betz & O’Connell, 1989). Justification of research methodologies and techniques The use of questionnaires in this study is appropriate tool since the study seeks to confirm some hypotheses that have been linked to employee’s job attribute preferences. As an example of quantitative research approach, questionnaires are expected to categorize and elicit responses to questions (Mustaine & Tewksbury, 2002). They will be instrumental in quantifying variations, predicting causal relationship and describing characteristics of employees. The questionnaires will have closed ended questions, which can be converted into numerical data format that can be easily analyzed and interpreted (Betz & O’Connell, 1989). The closed end questions will ensure that a meaningful comparison of responses from the various participants who will be recruited from various companies and locations within China (Langton, et al, 2006). The use of questionnaires will ensure that our study is stable from the start of the project to the end. They also ensure that responses from respondents do not influence or determine how and which questions will be asked next to e ensure consistence and uniformity in the data collected. The use of questionnaires will eliminate or minimize judgment subjectivity (Antoniuos & Whitman, 1995; Bokemeier & Lancy, 1986). The data obtained will be highly reliable due to the use of controlled questionnaire. The use of questionnaires will also ensure that we do not deviate from our original objectives for the study and therefore it will be instrumental in focusing our study. It will also enable to clearly and to precisely specify both the dependent and independent variables in our study. Data management and analysis techniques Based on job attribute preferences among employees in China, grouped data will be created. The main job attributes that will be investigated will include pay, job prospects, type of company, location, work environment, corporate responsibility policy of the firm and ethical policy of the company. This will be vital in deducing the employee’s job attributes preferences in China (Betz & O’Connell, 1989). The responses to the preferences will be grouped in accordance to gender to determine how the attributes are influenced by gender. Computation of the average counts of each job profile judgments will be carried out. Computation of standard deviations from average counts for different job attribute will be done. The square root of the obtained standard deviation will be computed to obtain part worth values, which will be a representative of the preference of each option for every job attribute. Conjoint data analysis will applied to the data collected. This will help in providing two sets of results. First, it will provide relative importance of job attributes that employees used to reject or choose their current jobs. Second, it will provide the relative importance of the available options within job attributes that will be provided to the respondents. Ethical consideration Since the questionnaires will contain some sensitive information concerning the employee and the employer, an informed consent will be obtained from participants prior to their administration. In addition, the information obtained in the questionnaires will be kept confidentially so that it cannot be accessed by any company employ. Furthermore, no personal data will be required in the questionnaires to avoid cases where certain information can be traced back to the respondent of the questionnaires (Langton, et al, 2006). Resources and support Several resources will be required to help in carrying out the study (Bun & McKeen, 2001). Personnel to translate and administer the questionnaires will be required for appropriate respond from participants. Computers and statistical software for carrying out conjoint analysis will be required to ensure that data analysis is undertaken properly and professionally. Support will also be required in monetary terms to aid in funding the study activities such as designing and production of questionnaires and travelling expenses. In addition, support will be required in editing and final publication of the study results. Timetable Activity Month 1 2 3 4 5 6 7 8 9 10 11 12 Proposal writing X Questionnaire design and translation X Pilot study to test effectiveness of the questionnaires X X Review of questionnaires based on pilot study X Recruitment and administration of questionnaires X X X Data analysis X Report writing X Review and editing of the report X Publication of the report. X Conclusion Much research on employee’s job attribute preferences has been targeting students in higher institutions of learning. Most of these studies have carried out studies on specific attributes notwithstanding the fact that no single attribute is able to determine the job preference by an individual. Furthermore, most of the students involved in the previous studies lack any job experience and therefore most of the data obtained might not be the real thing on the ground. Our study targets employees from various organizations to find out what job attributes attracted them to current work and whether they will still be willing to work for the same company if another job opportunity arose in a different organization with different setting. The use of employees is expected to fill the gap of where students with limited work experience and inability to evaluate job efficiently have been used to carry out previous studies. It also intends to provide additional data on the role of gender on job attribute preferences among employees in China. The use questionnaires translated in local language is expected to be much reliable in data collection process. The targeting of employees at different levels of organization structure is expected to give as a hint whether job preferences at different levels of organization differ or are similar. References Antoniuos, P. & Whitman, K. 1995. Work Related Values of Chinese Manager in the People’s Republic of China. Journal of Asia Business, 11(1), pp. 77-97 Betz, M. & O’Connell, L. 1989. Work Orientations of Males of Females: Exploring the Gender Socialization Approach. Sociological Inquiry, 59, pp. 318-330. Bokemeier, J. & Lancy, W. 1986. Job Values, Rewards, and Work Conditions as Factors in Job Satisfaction among Men and Women. The Sociological Quarterly, 28(2), pp. 189-204. Bun, N. & McKeen, C. 2001. Work Goals among Male and Female Business Stunts in Canada and China: the Effects of Culture and Gender. International Journal of Human Resource Management, 12(2), pp. 166-183. Fisher, C. & Yuan, A. 1998. What Motivates Employees? A Comparison of US and Chinese Responses. The International Journal of Human Resource Management, 9(3), pp. 516-528 Judge, T. & Bretz, R. 1992. Effects of Work Values on Job Choice Decision. Journal of Applied Psychology, 77(3), pp. 261-271. Langton, L., Piquero, N. & Hollinger, R. 2006. An Empirical Test of the Relationship Between Employee Theft and Low Self-Control  . Deviat Behaviour, 27(5), pp. 537-565. Leung, S. & Westwood, R. 1998. Between Dogma and Reality: Women and Employment in China. International Employment Relations Review, 4(1), pp. 57-73. Lin, C. 2009. Relationship between job position, job attributes, and workplace friendship: Taiwan and China. Journal of Technology Management in China, 5(1), pp.55 – 68. Lin, N. & Xie, W. 1988. 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